Make sure your next employer is committed to diversity, equity and inclusion
6 min read | Maureen Lynch | Article | | Diversity, Equity & Inclusion

A diverse and inclusive culture continues to climb the list of priorities for those looking for an opportunity at a new organisation. According to our latest Salary & Recruiting trends research, 30% of professionals believe a clear commitment to diversity, equity and inclusion (DE&I) is important when it comes to attracting prospective candidates. But what signs should you look out for if you want to work for an employer who prioritises this?
You might want to know that you’re going to be joining an organisation who both values and cultivates an open and welcoming environment, for example. Or that (aside from supporting widespread campaigns such as Black History Month or World Mental Health Day) your prospective employer is taking noticeable action to move the dial on DE&I.
At a glance: 5 ways to find out if an employer actively prioritises DE&I:
1. Check out their website
2. Familiarise yourself with their values
3. Research their employee benefits
4. Ask your interviewer
5. Reach out across your network
According to our latest Diversity, Equity & Inclusion research, which draws on insights from 500 Irish professionals, less than half (45%) believe proactive action is being taken to improve career outcomes for under-represented talent. A further 22% don’t believe they have the same opportunities as their peers when it comes to succeeding within their organisation.
Clearly, there is work still to be done by organisations to demonstrate their commitment to driving the DE&I agenda. If you’re job hunting and this is a high priority for you, take note of these five important things you should look out for in order to gain a clearer picture of how much your new potential employer values DE&I.
1. Check out their website
This should be your first port of call when looking for evidence of an organisation’s commitment to diversity, equity and inclusion. For example, do the photos of employees showcase a wealth of backgrounds, or does it look fairly homogenous? Does their company ‘About Us’ contain any details around diversity metrics or a commitment to equitable hiring practices?
Increasing awareness of the difference good DE&I practices make to company culture, productivity and profitability means that many organisations will want to make sure it’s highlighted as part of their employer brand, and the company website is a key part of this.
2. Familiarise yourself with their values
Taking time to understand an organisation’s mission statement and core values is one of the best ways to find out how high DE&I is on their agenda – paying particular attention to the kind of language they use. It’s also worth looking up whether they have a dedicated DE&I lead – or a team working on programmes related to DE&I.
3. Research their employee benefits
An organisation’s benefits are a good indication of how much store they set by DE&I. Hybrid, remote and flexible working are no longer for the lucky few but have become ubiquitous in many workplaces. Check how much flexibility your prospective employer is prepared to offer, as well as how and where they’re promoting it, and if it’s easy to find.
Other benefits that indicate that your potential employer wants to make their organisation welcoming to people from a range of backgrounds include:
- Dedicated wellbeing policies
- Maternity and paternity leave
- Religious holidays
- Support for caregivers
4. Ask your interviewer
Most decent interviewers will ask you if you have any further questions as your interview comes to a close. This is a great opportunity to ask not only about their organisation’s intent when it comes to diversity, equity and inclusion, but what action they’ve taken to bring about change. A few questions you could ask include:
- What practices and initiatives are in place to drive your DE&I agenda?
- Do you provide DE&I training for managers?
- What benefits are available at your organisation?
- Do you have any employee community networks I could join?
- Do you have any partnerships with relevant organisations?
5. Reach out across your network
If there’s an organisation you’re really interested in, it would be worth seeing whether there’s anyone among your connections (on LinkedIn or otherwise) who works there, or has previously. If you do know someone, reach out and ask about their experience, or if there’s any other information they can share on the company’s DE&I policies.
By living your values and choosing to work for an organisation that’s committed to diversity, equity and inclusion, you’ll be part of a broader pool of knowledge, talent and consciousness that will help facilitate both your personal growth and professional aspirations.
If you’re searching for a rewarding new role with an inclusive and equitable employer, then check out our latest vacancies – we add new ones daily.
About this author
Maureen Lynch, Director of Hays Ireland
Maureen Lynch is the operations director for Ireland. Having joined Hays in 2000, Maureen has extensive experience partnering with organisations, in areas including accountancy and finance, technology, procurement, HR, and life sciences, to find the best talent from unparalleled talent networks. She also provides professionals with personalised services to ensure they are able to achieve their career goals.
Contact Maureen today to find out more about how she can provide expert career advice and workforce solutions to match your interests, aspirations, and needs.